Females in Information Technology and Telecommunications (FITT)

Transcription

1 Telecommunications (FITT) Corporate

2 Inherent limitations and Report Use This report is solely for the purpose set out in the Objective Section and for FITT information, and is not to be used for any other purpose or distributed to any other party without FITT s prior written consent. No warranty of completeness, accuracy or reliability is given in relation to the statements and representations made by, and the information and documentation provided by, FITT management and individuals consulted as part of the process. Page 2 of 23

3 FITT Diversity Report, April 2015 Contents Objective of this Diversity Report... 3 FITT Vision and Objectives... 5 Summary of 2014 FITT programs... 6 FITT survey results 2014/ Who are our members / respondents?... 7 Statistics about Women in the ICT Industry in Australia Attracting and retaining women in the ICT Industry What can your organisation do to enable women to senior ICT positions? FITT Member s feedback Improving member satisfaction in the next 12 months Page 3 of 23

4 Objective of this Diversity Report The objective of this Diversity Report is to provide FITT members and sponsors with an understanding of Women in ICT in 2014/15 and how your 2014 investment for corporate membership of Females in Information Technology & has helped women in your organisation. The report is also intended to provide input to your annual Diversity Plan. About FITT Females in Information Technology and was founded in New South Wales in 1989 as a Not-for-Profit organisation and since then has grown its subscriber base to over 4,000 strong. For many years, FITT was a special interest group of the Australian Information Industry Association (AIIA). At the beginning of 2012, FITT became the new trademarked name for "Women in ICT Australia" (WICTA). WICTA is now an incorporated association with a National focus, promoting the interests of women working in the Information and Communications Technology (ICT) industries in Australia using the FITT trademark. FITT is managed by a Management Committee (MC) and is unique amongst other Women in Technology groups for two reasons. Firstly, FITT appeals to Individuals across all functions and disciplines across the Sales, Marketing, Human Resources, Technical, Operations, General Management and Financial services within the ICT sector as well as an almost equal distribution across all age demographics. Secondly, FITT works with corporate organisations within Australia for their gender diversity activities by providing them access to the full suite of FITT activities. The FITT calendar includes an extensive Learning and Development and Networking program including a National mentoring program, education and webinar forums, events, networking and special interest panel discussions. FITT also supports corporate organisations with their business case development, provides an annual gender diversity index, via the Corporate Diversity report, which can be used to assist in the new diversity reporting requirements. Page 4 of 23

5 FITT Vision and Objectives Vision: To attract, retain and connect women within and to the Information and Communications Technology sector. Business objectives: Creating a voice for women in ICT by partnering with industry leaders in IT and Telecommunications to drive the gender diversity agenda in Australia. Complementing existing corporate programs by offering organisations services such as professional mentoring, education and diversity statistics and data about how to retain and grow their female workforce. Empowering individuals to achieve their career aspirations through regular webinars and events from leading experts and student outreach programs. Expanding the FITT network by increasing corporate and individual subscribers as well as increasing our online influence through social media channel. Page 5 of 23

6 Summary of 2014 FITT programs We launched our quarterly business exchange networking series in Sydney and Melbourne which was sold out in all states prior to the events taking place. New look and feel for our Monthly Newsletters to 4000 members Australia wide, featuring an executive profile each month plus news and events to help our members navigate their career and networks through the FITT community Facebook, Twitter & LinkedIn FITT Group, which enables connections, discussion groups, job advertisements and networking opportunities through. FITT has over 3500 followers on LinkedIn, almost 500 on Facebook and 630 Twitter followers tuning in to receive FITT updates. 5 Premiere Luncheon Events took place International Women s Day (Sydney and Melbourne) in March and ICT Trends (Sydney, Melbourne, Brisbane) in October. 5 skills development webinars took place. These are free to access and recordings of the sessions can be accessed on the FITT website. Almost 500 women accessed Webinars covering subjects including How to manage stress before it manages you and How to train your brain to look for the good. Mentoring Programs for all levels of seniority were executed in These mentoring programs includes our Mentoring Lite Program for graduates (those recently joining the workforce) and our long running Mentoring Program for those a few years into their career and our mentoring circle for senior women Each year we survey members to find out what they want from FITT as well as their concerns about the ICT industry. In December 2014, 205 people completed the survey. Page 6 of 23

7 FITT survey results 2014/2015 The profile of responses from our FITT annual member research is outlined below. The findings reiterate our position and influence in the marketplace: FITT is the only group for women in technology servicing a wide range of women from all age ranges and levels of seniority Women from many different disciplines across the IT sector- sales and marketing to engineering, technical, as well as students all the way up to C-Level and managerial executives Below are some key statistics from the responses to the 2014/15 survey. Who are our members / respondents? Although the highest proportion of respondents fall in the (23%) age group, the survey found an even spread of all age demographic from 26 to 55 and over The largest proportion of years worked in the ICT industry is years at 39%, followed by 5 10 years (26%), years (18%), less than 5 years (10%) and more than 30 years (7%). Commensurate with this career tenure, close to 76% of respondents have a salary range over $100k which is up 6% from last year and within this, 36% earn over $150k. Top three location bases for respondents was 44% NSW VIC 30% and 12% QLD. 62% of the respondents are ICT consultants, ICT project managers or ICT business analyst. 14% are in account management or sales. The remaining 24% are spread across C-level, IT architect, marketing / communications/ PR, engineer and system administrator/analyst. A third of respondents are within the Mining and Resources industry sector, followed by the technology sector at 25%. Banking and Finance and Telecommunications are both at 10%. 90% of respondents are employed, 5% are working for themselves and 3.5% are actively looking for work. Page 7 of 23

8 How are Women feeling about their career in ICT in 2014/2015? Page 8 of 23

9 It is important to us at FITT to align our programmes to the specific business needs of our members. Thus we have asked the question: What top challenges are you facing in your career and/or personal life that you think FITT could help you with in 2015? Answer choices Responses % Work life balance 71.5% Access to Networking with other women 38.2% Access to Mentoring program 34.5% Access to corporate diversity information 9.7% Work life balance assistance has increased 29% from last year s survey to 71.5%, therefore our focus going forward in 2015 will be to provide more guidance on work life balance and events and activities focussed on this topic. The focus on business networking events will continue, and we will also be working to bring our members webinars on how to manage this more effectively as well as advice and talks from senior women on how they balance their own work life in high profile roles. We then asked our respondents the following questions with regard to their current role and career aspirations: What specific gender diversity programs are most effective in enabling women to progress to more senior positions? Do you feel satisfied with your current employer providing programmes in order to encourage women to progress? How comfortable are you with gender targets being formally established and measured within your organisation? How important is the visibility of senior female role models in your organisation? What are the motivations for Women when changing job roles? What attracted you to a career in ICT? Lastly, we asked which organisations provide the most supportive environment for women. Page 9 of 23

10 What specific gender diversity programs are most effective in enabling women to progress to more senior positions? Over 95% of respondents deemed almost every program as very effective or effective. (The exception was access to childcare). Mentoring and flexible work options are indicated as the most effective diversity programs. The chart below shows only the very effective scores: Do you feel satisfied with your current employer providing programmes in order to encourage women to progress? Respondents reported increased levels of satisfaction (up by 8% to 42% from last year) with the programs provided by their employers in order to encourage women to progress. Page 10 of 23

11 How comfortable are you with gender targets being formally established and measured within your organisation? For the first time this year we asked respondents how comfortable they felt about gender targets being introduced in their organisation. It is encouraging to see that the majority (66.3%) of respondents indicated that they are very comfortable or comfortable with gender targets being formally established and measured. 20.6% of respondents are not comfortable which is interesting and highlights mixed feelings on the topic. How important is the visibility of senior female role models in your organisation? Also for the first time this year we asked respondents how important it was to have visible female role models in their organisation. It is not surprising but encouraging to see that nearly 90% of respondents indicated that it is very important or important to their organisation to have visibility of senior female role models. FITT considers this important feedback for our corporate partners and a very easy program to rollout to increase satisfaction within female employees. Page 11 of 23

12 What are the motivations for Women when changing job roles? The most important reason was the role itself (70%), followed by company culture (60%) and increasing salary (54%). These numbers have been static over our recent member surveys, apart from the reason of increasing salary which has become more popular instead of flexible work practices (45%). What attracted you to a career in ICT? Interestingly 50% of respondents indicated that they fell into their career in ICT. Awareness needs to be driven at the High School/Secondary level to increase womens participation in the industry. This is something FITTs corporate partners can encourage with outreach programs. Lastly, we asked which organisations provide the most supportive environment for women: Sadly 28% stated none/ not available / don t know. 30 companies were mentioned, Origin was indicated as the most supportive with 61 respondents selecting the company. Last year the most supportive companies were Telstra and IBM. Page 12 of 23

13 Statistics about Women in the ICT Industry in Australia Page 13 of 23

14 Statistics about Women in the ICT Industry in Australia AWPA (Australian Workforce and Productivity Agency) state that women s entry and career progression in the ICT workforce continues to be constrained by the nature of the industry. The ICT industry is perceived as culturally and discursively unfriendly to women along with being highly competitive, high pressure and aggressive in nature. Pay disparities between male and female ICT workers continues to be of high differences. AWPA state, women in ICT jobs such as ICT trainers and business development managers earn more than their male colleagues, while those in more technical jobs such as application architect and software engineer earn about $30,000 less per year than their male colleagues. The difference in salary parity is also evident in managerial roles where women are again paid about $30,000 less than their male colleagues. AWPA recommends a focus on job redesign to remove gender-based perceptions of roles. This includes the capabilities required for those roles, and to provide for flexible options for all workers without gender-based assumptions. Harnessing the strengths of gender diversity is important for organisations to develop best practice models for enhanced business outcomes. Studies have demonstrated that diverse teams make better informed decisions, leading to less risk taking and more successful outcomes for companies. To support the retention of women in the sector and to send the right message to prospective female employees, AWPA recommend not only external support networks but also internal workplace diversity measures. These internal measures should include monitoring, evaluation and reviews of development measures and programs. Australian Institute of Company Directors Data of Women on Boards 2014 The latest percentage of women on ASX 200 boards is 19.3% (31 December 2014). The percentage of women on boards of ASX 200 companies and the proportion of women comprising new appointments increased significantly in 2010, 2011, 2012 and The figures are the highest they have been in Australia, however we still have a long way to go. A total of 35 boards in the ASX 200 still do not have any women. Page 14 of 23

15 From Harvey Nash CIO 2014 Report: The Harvey Nash HR Survey 2014 suggests that overall there has been little change in gender diversity: Gender diversity in the IT workplace remains very unbalanced. This year only 7% of the respondent community of IT leaders were women, a drop of 2% on figures from last year. Over the last decade the proportion of women in the IT function has remained stubbornly low, despite the efforts of concerned leaders. Although nearly three-quarters of CIOs recognise the gender imbalance in their organisations, diversity programmes appear to be making little progress. Proactive succession planning by CIOs to develop the next generation of female IT leaders is essential if meaningful change is to be achieved. However, there is a bright spot in these numbers. Compared to many other disciplines such as HR, a greater proportion of women in IT make it through into senior positions *1. This suggests that while we do not yet see enough young women entering the industry, if they do embark on a career in IT there is more chance that they could realise their full potential than in many other sectors. If more young women can be persuaded to enter the IT profession, it looks as though both they and the industry will benefit. *1 Source: Harvey Nash HR Survey 2014 Page 15 of 23

16 Attracting and retaining women in the ICT Industry Page 16 of 23

17 Attracting and retaining women in the ICT Industry We asked our members if they are planning to stay in the ICT industry of their IT role within the next 5 years; to which 92% said yes (up 5% from last year) and 8% said no (down 5%). The top reasons why women feel it s difficult to stay in the ICT industry is listed below comparing the last three year s responses: 2012/ / /15 1 Lack of female role models /mentors - 56% 57% 2 Too male dominated 64% 60% 54% 3 Few opportunities to progress 27% 42% 40% 4 Inflexible work hours 65% 32% 21% This year lack of female role models/mentors has been rated as the top reason why it is difficult for women to stay in the ICT industry. AWPA also highlight the importance of establishing dedicated mentoring and advisory services within organisations and as well as external support networks to provide valuable support mechanisms for women in the ICT workforce. This amplifies the importance for FITT mentoring programmes. The FITT mentoring program has increased in both numbers and locations over the last year. The current mentoring programmes available are: FITT Mentoring Program (2-10+) years experience) FITT Mentoring Lite (for graduates or 1-2 years experience)) FITT Mentoring Circle (for senior women with 20+ years experience) What can your organisation do to enable women to senior ICT positions? Retention of women in ICT is not difficult. Our respondents tell us that 92% wish to stay in ICT or IT over the next 5 years, but 40% cite the lack of opportunities for females in a male dominated Industry as an impediment to progress. They also highlight a lack of female role models/ mentors within the industry (57%), which is why FITT place such a high priority on this programme. Below is what employers can provide to alleviate this imbalance. 1. Increase mentoring (62% of women deem this as the most effective diversity program) 2. Provide flexible work options (61%) 3. Offer high profile projects (58%) 4. Provide leadership training (56%) Page 17 of 23

18 FITT member s feedback Page 18 of 23

19 FITT Member s feedback In order to continually improve our member services, we asked a series of questions which related to our communications, mentoring, topics of interest, influential speakers and events. What topics are of interest to you for webinars? In 2014 the main topics for webinars were: Find the talented stranger within Planning for life change Communicating like a pro Train your brain to look for the good Managing stress These are all available as recordings on the FITT Website under learning and development and webinars. We are finalising the schedule for 2015 currently with a number already in place. Page 19 of 23

20 Please list any topics of interest to you for networking sessions. Responses to this question have been grouped into the below key areas: Lessons learned by others Industry trends Career path building Leadership skills Stress relief techniques Communication management and skills Which of the following high profile females has provided a positive role model for women in IT? In 2013/14 we had the following inspirational women present at events: Shara Evans, CEO Market Clarity Melanie Roberts, Research Scientist IBM Lia Timpson, Technology Editor Fairfax Media Grainne Kearns, CIO Jetstar Maggie Alexander, FITT Founder and 2013 NSW ICT Woman of the Year Katerina Andronis, Director, Life Sciences & Health Care Industry, Deloitte Jude Horrill, Head of Communications Global Technology, Services & Operations at ANZ Rhody Burton, Sales Director, Channels at SAP Ann Moffat, FITT Founder Monica Graham, Senior IT Business Partner, Origin Energy Sue Mortimer, Senior IT Business Partner within Retail, Origin Energy Page 20 of 23

21 Events and programs satisfaction In order to measure the effectiveness of our programs, we asked our members to tell us how useful they found FITT events, programs and services. We recognise that some events such as mentoring are tailored and specific to a small group of individuals. In 2014/15 this programme was extended to include those in the infancy of their career and also at the higher end. For these individuals the mentoring programme is particularly fulfilling. Also in 2014/15, our focus was to increase our reach through free networking events and free webinars, as women of all ages and job areas are able to access a tailored interface of short and specific guidance and skills coaching. Another focus in 2014/15 was to increase the frequency and geographical reach of networking events. This focus proved to be successful with the Business Exchange Networking events being rated as the most useful events by respondents. What could we do better? Please let FITT know anything you think we could do better, as a volunteer-run organisation, in Page 21 of 23

22 Improving member satisfaction in the next 12 months Page 22 of 23

23 Improving member satisfaction in the next 12 months We asked our members what FITT can do to improve member satisfaction in the next 12 months Respondents indicated 3 clear areas for FITT to progress and focus on in 2014/ Increase free events or create some less expensive ones which allow for more flexibility. 2. Create more informal social gatherings. 3. Keep up to date on today s opportunities and challenges in the ICT industry and communicate these back to members on a regular basis. This feedback along with the questions related to member s feedback has been incorporated into this years planning. How FITT will improve member satisfaction Already, we have extended our IWD lunches to Melbourne. This will continue as will the increase in the number and spread of networking events; as well as Sydney, Brisbane and Melbourne will have regular local events. Webinars will continue to increase reach outside of Sydney. Events are communicated regularly on our website and through our social networking sites. FITT continues to encourage all corporate members to demonstrate commitment to diversity in ICT by hosting networking events and enabling their employees to enter our specialised Mentoring Program. As a way of giving back, FITT uses corporate membership funds to invite selected students to attend fee-paying networking events and introduce these students to corporate member representatives. The feedback on these initiatives is overwhelmingly positive and allows younger women to experience ICT events that they would otherwise not be able to attend. Page 23 of 23